Today, Employers are more vulnerable than ever — the increases in laws and regulations regarding employee notification requirements — governments have doubled enforcement efforts, and plaintiffs’ attorneys are judiciously searching for probable violations to act on. Violations can include costly fines and penalties. A large concern is future employee legal action stemming from a failure to comply with the new hire notification laws. This is an especially serious concern with respect to wage and hour notifications, as such notifications are the beginning piece of employer compliance with state regulations. Federal, State and Local authorities/agencies can audit your employee records for a variety of reasons.
There is no cookie cutter checklist, as each State has its own set of requirements. For instance, employers that do not give notice of the New York Wage Theft Prevention Act could be charged to pay damages of up to $50 per day, per employee (with a maximum of $5,000 per employee in civil lawsuits filed by workers).
The increased scrutiny can make employers especially vulnerable to wage and hour noncompliance litigation in areas such as out of date job description, the wrong classification of employees as exempt vs. non-exempt, off-the-clock work and other issues. This risk is widespread, applying to companies of all sizes and industries.
Employment laws set forth by Local, State, and Federal government are to benefit both the employee and the employer. If you are not sure where to start, you can contact us for guidance and a free consultation and/or Record Audits. https://leadingchangeinstitute.com/Contact
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